News

60% of workers report improved mental health due to working from home

Working remotely from home has become the new norm for many during the COVID-19 outbreak. But, in addition to helping in the fight against the spread of the virus, what other positives does working from home have on remote workers?

To find out, Zen Business surveyed 1,035 remote workers about their experiences to uncover the positives of working remotely and some of the aspects of being remote that don’t often get spoken about.

As more companies have taken to remote working, to help keep workers and the wider community safe during the recent outbreak, it’s encouraging to report that 99% of respondents to our survey reported it has had at least one positive impact on their life.

Our survey found that one of the biggest positives of working remotely is on an employee’s mental health. A total of 60% of respondents said their mental health had improved by being out of the office.

Interestingly, those who work remote full-time were less likely to report an improvement in mental health (56.2%) compared to those who work remotely ‘often’ (64.6%).

Respondents also indicated their physical health had improved as a result of working remotely, with 40% of respondents saying their diet had improved and 44% saying they engaged in more physical exercise when working away from the office, rising to 48% in full-time remote workers.

In response to the findings and the ongoing COVID-19 situation, Melissa Cadwallader, Head of HR from Zen Business said: “Working from home can be extremely rewarding for your mental health and offers freedoms that may not be accessible in the office, like cooking your favourite meals for lunch or taking breaks to spend time with your children.”

“Our data highlights that the majority of people are finding WFH a positive experience for their mental health, but it also shows that 2 in 5 are not. We advise everyone to ensure they exercise, take regular breaks, eat and sleep well, drink plenty of water, and stick to a routine where possible.”

Even if your working from home methodology involves Netflix and pyjamas and candy bars, it’s a personal process that we all must explore and figure out.

Organisations should aim for a ‘phased return’ to normal

Whether we use the ‘traffic light’ system suggested by two UCL academics or another method to exit the lockdown, businesses should prepare for a phased return.

Peter Groucutt, managing director of business continuity and disaster recovery firm Databarracks has shared advice on what organisations need to consider when planning their lockdown exit.

“When we come out of lockdown, we won’t go back to normal immediately. Most businesses had a phased response before the lockdown and when we exit lockdown, we should work through those phases in reverse. The first stage was stopping external meetings or staff attending large events and scaling up cleaning practices. Next, organisations split their operations across multiple locations. Businesses with only a single office could divide their staff with some working in the office and others from home. “It would be wise to keep those actions in place for at least a month following the end of the official lockdown. The Government (and all of us) will be keeping a close eye on infection figures when the lockdown ends. If they spike again, the response will be for the lockdown to be reinstated.

“We also still need to maintain flexible working practices. Self-isolation for those infected or potentially infected will continue. That extends beyond just your staff to families and housemates. Parents and carers will still have additional demands put on them.

“Organisations should also make sure they keep doing the things they have now become good at. The positive we can take from this crisis is that it has forced a lot of organisations to embrace remote working practices. Organisations rushed through migrations to the cloud, rolled out video conferencing and are now seeing those benefits.”

Over a third of Brits admit to working longer hours whilst working from home

Due to the Coronavirus lockdown, for many, working from home has become the new norm. But how is the UK coping and adapting to the change in lifestyle and how are they managing their work-life balance? Liberty Games has conducted a survey to reveal how the UK workforce is coping with working from home.

Despite the luxuries of being able to eat when you want, wear what you want and not having to tackle that dreaded commute, working from home, for some can be very stressful. With almost all communications done through instant messaging and a 1900% in daily users on Zoom since lockdown began, instructions and tasks can be miscommunicated and end up taking longer than expected.

When at home, it’s almost too easy to forget your regular work schedule and work longer hours where work and life seem to merge into one. In fact, 41% of Brits said they often work through their lunch break when working from home. What’s more, 38% said they are more likely to work longer hours. But it’s not just the workload that is hindering Brits from adapting to the working from home status, Liberty Games’ research found that almost a third (31%) of people are struggling to concentrate, more than 1 in 3 (35%) feel bored and one

in 5 (20%) even admitted they are less productive.

These results suggest that whilst people may be working more hours, at home, they’re not necessarily delivering better work and may feel less efficient.

Significant increase in pension scams during Coronavirus

Coronavirus is creating favourable conditions for scammers who prey on the vulnerable people and take advantage of panic, uncertainty and financial strain with pension scams soaring by 400% last month

The latest report from Action Fraud documents a 400% increase in scams relating to Coronavirus in March with total losses reaching £970,000. In addition to online shopping fraud, romance fraud, charity and lender fraud, some phishing emails contained investment schemes and pensions advice. protect from future economic depression, employer insolvency or to be able to access them earlier. Scammers often charge extremely high transfer fees, leaving retirement prospects of victims in ruins.

The UK Pension Regulator has released a special Covid-19 Update for pension fund trustees. The update urges trustees to be more vigilant about pension scams.

The Pensions Regulator is also launching new guidance to help employers freeze their defined benefit obligations for three months to ease their financial burden in response to the economic fallout from COVID-19.

New support for Scottish businesses managing remote workers during COVID-19 pandemic

Scottish businesses struggling with how to manage teams of remote workers because of the coronavirus outbreak can now get extra support thanks to a new organisation called Flexibility Works.

The social business went live on 14th April helps organisations improve all aspects of flexible working – supporting employers of all sizes and in all sectors to reap the benefits that flexible working brings for businesses as well as individuals. However, due to the current situation, its first major project is specifically supporting businesses coping with the COVID-19 pandemic.

Nikki Slowey, Director and Co-Founder at Flexibility Works, said: “The demand for flexible working is growing rapidly and organisations that have created a flexible working culture are seeing the benefits. Flexible working also has a key role to play in tackling a number of societal issues such as poverty, wellbeing and inequality.

“Yet we know some organisations struggle to put great flexible working into practice. That’s why we’ve launched Flexibility Works so more people and more employers in Scotland can benefit from flexible working.

“The coronavirus pandemic has created enforced home-working for many organisations that weren’t anticipating, or ready for such a shift. Home working is only one aspect of flexible working, and our current situation is not what flexible working normally looks like. It’s not something you switch to overnight without being prepared and it’s certainly not something you’re expected do while also looking after your children. It’s no surprise that businesses and employees are struggling to adapt quickly to this changing environment.

“Our first task is to support employers, giving practical advice for the unique situation we’re in right now, and helping share best practice from other organisations on how they’re coping. That way, more employers will be able to support their workers, as well as their businesses.”

Minister for Business, Fair Work and Skills Jamie Hepburn said: “Flexible working is vital to the Scottish Government’s ambition to encourage agile and inclusive workplaces which benefit all employees. It helps tackle the gender pay gap and ultimately benefits our economy and society as a whole.

“The ability to work flexibly is more important than ever as working practices change to tackle coronavirus. That’s why we, together with the Hunter Foundation through our Social Innovation Partnership, are supporting Flexibility Works with £175,000 to offer vital advice and support to businesses in this time of crisis.

“This new initiative will support organisations to continue to operate and adapt to the changed circumstances. Not only will this help them face up to the challenges of the pandemic, it will also create lasting benefits for employers and their staff.”

Nominations for Hr NETWORK AWARDS 2020 STILL OPEN!

The Hr NETWORK National Awards 2020 in partnership with Roffey Park Institute will RECOGNISE, ACKNOWLEDGE and REWARD the true champions of the Scottish HR profession for special recognition for their amazing work during these extremely difficult times and ensure that their support, expertise and commitment does not go unnoticed.

Nominations for this years awards are very much OPEN and this is your chance, especially during an enforced lock-down, to RECOGNISE, ACKNOWLEDGE and REWARD your HR champions in 2020.

Established in 2007 by Hr NETWORK magazine, the Awards are regarded by many as the most prestigious people awards in the UK attracting a sell-out of 800 top HR and ‘people’ industry professionals.

With eighteen categories, which will determine the top performing HR people, teams, projects and organisations for their efforts in the Scottish people development and management arena, nominations are being sought from across all sectors in Scotland.

Study on closing the gender entrepreneurship gap’ helping to shape UK policy

A study, which reveals that men are twice as likely to start a new business in the UK as women, has been used to shape UK government policy.

The research, carried out by Global Entrepreneurship Monitor (GEM) experts in the UK for over 20 years, based at Aston Business School in Birmingham, consistently shows that for every 10 male UK entrepreneurs, there are fewer than five female entrepreneurs.

The GEM findings have helped inform a UK government review in 2019, titled ‘The Alison Rose Review of Female Entrepreneurship’, which predicts that the entrepreneurial gender gap equates to over one million missing businesses. The report recommends that increased funding be directed toward female entrepreneurs, greater family and care support as well making entrepreneurship more accessible for women through local mentors and networks.

In response to the review, the UK government has backed a new code, titled “Investing in Women”, which comprises a number of initiatives which encourage institutional and private investors to further support female entrepreneurs,

expand networking and membership opportunities and create new banking products.

Alison Rose, Deputy CEO of NatWest, said: “I firmly believe that the disparity that exists between female and male entrepreneurs is unacceptable and holding the UK back. The unrealised potential for the UK economy is enormous.”

Mark Hart, Professor of Entrepreneurship and Small Business at Aston Business School, said: “A year ago, on International Women’s Day, the Rose Review was published and signalled a step change in strategic and practical thinking on how the gender pay gap, identified by the annual GEM findings, can be addressed in the UK.

“Since then, great progress has been made, not least by NatWest themselves, as they meet head on some of the issues that women face in raising finance to start and grow their businesses.”

A quarter of childminders able to work received a reduced rate or worked for free

Leading Childcare platform, Yoopies has published a Childcare During COVID-19 Report, outlining the impact of the virus on 425 childcare providers including Ofstedregistered childminders, nannies (Ofsted and Non-Ofsted Registered) and self-employed babysitters.

The study sheds light on the alarming reality for the many forgotten heroes of the childcare industry, the acts of solidarity that childcare providers continue to show, and the financial turmoil experienced by workers in the childcare sector.

Since lockdown began, 50% of childcare providers have had the opportunity to work. 89% of these childcare provides have worked for families in which either one or both parents were key-worker.

Childminders emerged as the only childcare subcategory in which over half of staff continued to work, and of those able to work, a quarter received a partial salary or worked on a voluntary basis.

Childminders were the least likely group to be paid their full rate and are the only group to evidence working on a free basis for families. In comparison, all Ofsted Registered Nannies that were able to work were paid at their full rate and 94% of Non-Ofsted Registered Nannies worked at their full rate or at a higher fee. Childminders who do not look after keyworker children or have closed due to safety risks do not fair better off. They are less likely to be supported by the families they work for than nannies.

For one childminder, the hourly rate looking after a key-worker child barely covers a bus ticket: “On some days my net earnings are less than £1.70 per hour. This includes the early starts and late finishes that a nurse would work, however, we remain the forgotten workforce.”

She is not the only one, with around 57% of childcare providers unable to access Government support.

New research highlights how to help young people into work

What works when it comes to getting young people from disadvantaged backgrounds into employment?

The Youth Futures Foundation has commissioned IES research to help inform practice and policy making at this crucial time for young people. The report, Supporting disadvantaged young people into meaningful work written by the Institute for Employment Studies (IES), examines what we know about “what works”.

Based on a rapid evidence assessment of evaluations that measured job outcomes for disadvantaged groups, it found that more evidence is needed that accurately estimates the additional impact of youth employment programmes. Despite limited robust research, it draws out some useful findings for practitioners including the importance of:

1. Effective engagement using activities like music and sport to attract participants

2. Accurately understanding individual needs in order to personalise support packages

3. A trusted, consistent advisor to help young people overcome barriers and achieve their personal goals

4. Delivery of personalised help with vocational, academic and employability skills, job search, and work experience

5. Addressing barriers to employment such as mental and physical health problems, and housing issues

6. Wage subsidies and intermediate labour markets (i.e. creating short term, paid jobs where individuals receive support to help them transition to permanent roles)

It also highlights some promising national policies that have been designed to deal with past downturns with promising evaluations – such as the New Deal for Young People and the Future Jobs Fund.

An impact assessment estimated that NDYP achieved a reduction in the order of around 30,000 of long-term unemployed young people (40 per cent).

These insights should inform Government planning as we begin to understand the likely economic impact of COVID-19.

Gendered financial inequality in light of COVID-19

Gender pay gap reporting enforcement has been suspended this year, but that doesn’t mean the core issue of gendered financial inequality has been too. Jeanette Makings at Close Brothers offers key stats and commentary on the impact of Covid-19 on women’s financial wellbeing.

Jeanette Makings, Head of Financial Education at Close Brothers said: “The coronavirus crisis will heighten anxieties for those with existing money worries and will inevitably bring others into a period of money difficulty. With the existing gender pay and savings imbalances, it is an inescapable fact that women are entering the current period of financial uncertainty in a less financially robust state than their male co-workers. roles to work around childcare or having taken career gaps to raise a family, so they are paid less and have lower savings, all to the detriment of their financial wellbeing. Our findings also show that women are significantly less confident about the savings options available and how to choose what’s best for them.”

Women’s financial health may well be different to that of their male counterparts. However, Covid-19 will inevitably cause more employees, both male and female, to worry about money, so it’s important to tackle this head on. With an increased focus on communications and as people have to find new ways to occupy their time whilst at home, now is a good time to reach out and help employees to improve their financial health and confidence for the immediate, short, medium, and long-term.

Interviews cause real life stage fright for workers

In response to Covid-19, the swift adaptation by many companies from office to remote working, in most cases overnight, has been admirable. Yet pursuing a new role can be a stressful time for many people, even without the added components of a global pandemic and economic uncertainty. The pressure of interviews, whether face-to-face or remote, is causing workers to freeze, which could hinder their confidence and career progression – according to new research.

A study of 1,000 workers published in Thinking On Your Feet, a report by RADA Business, the commercial arm of the Royal Academy of Dramatic Art, has found that 27% of professionals find it difficult to relax during an interview.

Interviews can be hugely stressful, regardless of whether they take place in person or remotely. When asked about the effects of interview stress, 1 in 3 business professionals say they find it hard to think clearly – a crucial ability for someone in an interview setting who needs to respond in the moment.

When under pressure, 19% of professionals say that they find it difficult to pause for breath, or to enable a message to land, when speaking. With the number of phone and video interviews set to rise during the Covid-19 pandemic, this skill is hugely important to allow the interviewee to think and communicate effectively.

The data also found that more than 1 in 4 (26%) find it hard to speak slowly while being interviewed and a similar number (25%) say they struggle to maintain eye contact during face-to-face interviews.

According to the data, a further 23% of workers find it hard not to panic when they feel tense and 17% say they struggle not to shake – a common physical side effect of nerves, which may appear during interview.

Many interviews and meetings now need to take place remotely to conform with self-isolation and social distancing guidelines. The pressure is on for business professionals to make the best impression on potential employers over video conferencing platforms.

New date announced for Hr NETWORK ‘Strategic Workforce Planning’ Conference & Exhibition 2020

Following the outbreak of COVID-19 and subsequent lockdown and the inevitable postponement of all business events across Scotland, the Hr NETWORK ‘Strategic Workforce Planning’ Conference & Exhibition 2020 will now take place in Edinburgh on Thursday 27th August 2020 at the Grosvenor Hotel in Edinburgh’s West End.

Speakers from a wide range of awardwinning organisations who have created and implemented a sustainable workforce plan and have since had to adapt to exceptional circumstances in the most difficult economic circumstances following the outbreak of the Coronavirus and the far reaching impact the pandemic has had on the worldwide economy.

It is hoped that all lockdown restrictions will have been removed long before the Conference & Exhibition takes place in late August and the organisers will be keeping Delegates, Speakers Sponsors and Exhibitors updated with on-going developments and announcements ahead of the event.